Discrimination & Harassment Policy

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POLICY AGAINST UNLAWFUL DISCRIMINATION AND HARASSMENT

SAG-AFTRA is committed to ensuring that its members have the opportunity to work in environments that are free of unlawful discrimination, harassment and any other form of inappropriate workplace behavior. Consistent with this commitment, and in compliance with both federal and state laws, SAG-AFTRA has adopted a ZERO TOLERANCE policy against discrimination and harassment of its members and others employed under its collective bargaining agreements.

As to discrimination, SAG-AFTRA is committed to ensuring that its Members are not discriminated against on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, national origin, ancestry, citizenship, age, marital status, disability, medical condition, veteran status or any other characteristic protected by state or federal laws. Further, SAG-AFTRA is committed to ensuring its members are not the victims of sexual harassment or other actions based on any form of unlawful harassment, including any other characteristic protected by state or federal anti-discrimination and harassment laws. Consistent with all SAG-AFTRA collective bargaining agreements (including legacy AFTRA and SAG CBAs), this policy applies to employers of SAG-AFTRA members, including their employees, agents, representatives, contractors, subcontractors and vendors. All producers are expected to comply with and enforce SAG-AFTRA’s anti-discrimination and harassment policies on any project in which a SAG-AFTRA member is employed and/or engaged to provide services.

SAG-AFTRA members are also protected from discrimination and sexual harassment from agents and their representatives. Agents must place the interest of the member above their own and shall never consider or act upon their own interests when they are adverse to the interests of the member. In addition, those agents franchised under Rule 12-C are bound by the non-discrimination provision found within that agreement.

If a SAG-AFTRA member believes that he or she has been the victim of unlawful discrimination or harassment, he or she should immediately report the incident to SAG-AFTRA’s EEO & Diversity Department. SAG-AFTRA takes all incidents of harassment and discrimination seriously and seeks maximum confidentiality for the affected party. Formal complaints filed with SAG-AFTRA shall be processed appropriately based on the union's internal guidelines and policies.

The following is intended to provide you with an understanding of what a discrimination and/or harassment claim would entail and the relevant deadlines associated with any claims you may wish to file through state or federal agencies. Please be advised of the multiple deadlines for filing discrimination/harassment claims with federal and state agencies and courts. We recommend that you consult with a private attorney to discuss further options. State agencies have deadlines for filing complaints that can range from 180 days to one year, and the Federal EEO Commission has a 180-day deadline which can be extended to 300 days if a state or local agency enforces a law that prohibits employment discrimination on the same basis.

For specific information on how you might go about pursuing these avenues, you will need to consult outside counsel, but SAG-AFTRA can assist you in locating attorneys who work in this area. If you choose to complete the Complaint Questionnaire, you and the EEO & Diversity staff can then review the details of your complaint in order to determine with you whether or not SAG-AFTRA should file a claim on your behalf. If filing a claim is determined to be the most appropriate course of action, SAG-AFTRA will send the producer a formal complaint along with a copy of our policy regarding discrimination and harassment. The complaint will require that the company investigate the complaint and take immediate action to remedy any inappropriate conduct. Upon completion of its investigation, the producer is required to provide SAG-AFTRA with a response as to the results of its investigation and any action taken to remedy the misconduct (i.e., suspension or another form of discipline against the person who engaged in the misconduct). We will then provide you with formal notice of the results and findings of the investigation and discuss with you the action(s) taken, if any.